|
KMID : 0614820040100010025
|
|
Journal of Korean Academy of Nursing Administration
2004 Volume.10 No. 1 p.25 ~ p.36
|
|
|
A Study on the Analysis of Performance Appraisal Tools for Nurses
|
|
Park Hee-Oak
|
|
|
Abstract
|
|
|
Purpose: Nursing puts much weight on the organization of hospital. Therefore it is necessity to improve nursing care. One of the most important things is to secure confident nurses and to develop nurse´ potentiality. It directs nurse evaluation system The concept of "performance appraisal tools is extremely important in evaluation system Therefore the purpose of this study aims to define performance ap~~raisal process.
Method: In order to do this, two main study h~~s been observed interviewing appraisers and employees in-depth and analyzing performance appraisal tools of seven hospitals and analysed validity, reliability, accept-ability acid practicability.
Result: The result of this study can be summarized as follows; Firstly, the result of analysis of performance appraisal tools. Regard to validity, Hospitals had a typical goal, but had not put to practice use. Regard to reliability, 1) Appraisal Wile had been focused on apprais-er´s error, how to avoid. 2) 5 hospitals accessed nurses with relative rating and 2 hospitals with absolute rating both in practice. 3) 3 hospitals informed nurses the result of perfom~ance appraisal but 4 hospitals did not. 4) All hospitals in this study had conducted superiors rating. Regard to acceptability, 1)Rating scale method had been implemented by 6 hospitals and among those conducted both ranking method and descriptive method. 2) Most hospitals had focused on : personal traits in performance appraisal factors. Regard to practicality, The term of appraisal took 1014 days; performance appraisal happened 1 or 2 times per year; appraisal factors were based on 10 different items. Secondly, the result of in-depth interview with head nurses and staff nurses Regard to validity, head nurses and nurses wared that the goal of perfom~ance appraisal is to develop nurse´s ability. RegatYl to reliability, head nurses pointed out that they were doubt of the justice of performance appraisal and they should have got training. Nurses insisted that raters should have been trained due to lack of qualification of appraiser; Head nurses and nurse proposed to convert form relative rating to absolute rating; to inform the result of appraisal; to implement peers rating. Regard to acceptability; One of the critical problems of performance appraisal tools was abstract of appraisal factors ;Lack of job analysis. Regard to practicality, Head nurses used to take overtime for appraisal. There was only a little respond despite of their efforts. Nurses questioned that appraisal tools exist for only appraisal; there was less cost-effectiveness.
Conclusion: Based on these findings, it could be suggested to improve the performance appraisal tools for nurses evaluation. Firstly, it is necessary to describe goal of performance appraisal clearly set up, so that nurses could improve their positive word performance and develop their potentiality. Secondly, it is necessary to obtain various training on raters, implement absolute rating and inform the result of appraisal to nurses and use peers rating. Thirdly, it is necessary to convert from rating scale method to management by objectives or behaviorally anchored rating scale and take measurable appraisal factors based on job analysis. Finally, it is necessary to reduce the appraisal cost but increase effectiveness of performance appraisal.
|
|
|
KEYWORD
|
|
|
Performance, appraisal
|
|
|
FullTexts / Linksout information
|
|
 
|
|
|
Listed journal information
|
|
 
|
|